挑战常规：全球职场性别分析

FormerlyCTI

KeyFindings

ChallengingNorms:

AGlobalAnalysisofGenderatWork

LeadSponsor

BakerTilly

Sponsors

BristolMyersSquibb

CreditSuisse

Cushman&Wakefield

EY

IntelCorporation

Johnson&Johnson

L'OréalUSA

MorganStanley

TheWaltDisneyCompany

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Coqual

Coqual

Abriefguidetoterminology

Pleaserefertothereportforfull-lengthdefinitionsofeachterm.

Sex

Sexcategorizespeopleaccordingtobiological

characteristics,suchasanatomy,hormones,andchromosomes.Atbirth,mostbabiesareassignedaseithermaleorfemale,buttherearemanybiologicalsexvariationswithinthehumanspecies.

Gender

Genderreferstoasociallyconstructedsetofnormsassociatedwithbeingagirl,boy,woman,man,orsomethingelse.Gendernormsvarybysocietyandcanshiftovertime.

Genderbinaryisatermweareusingtorefertotheglobaltendencytothinkofgenderastwodistinct,fixed,andopposingcategories:male,men,and

masculinity;andfemale,women,andfemininity.

Genderidentityisanindividual’sdeeplyfelt

experienceofgender.Genderidentitycategoriescanbebinary(e.g.,man,woman),nonbinary

(e.g.,genderqueer,genderfluid),andungendered(e.g.,agender,genderless).

2

Aperson’sgenderidentitycanchangeovertime.

Transgenderisanadjectivethatdescribesindi-vidualswhosegenderidentitiesorexpressionsdifferfromthesexestheywereassignedatbirth.

Genderexpressiondescribesthewayapersonpresentstheirgenderidentitytotheworldthroughbehavior,styleofdress,name,personalpronouns,

andbeyond.

Sexualorientation

Sexualorientationreferstoemotional,romantic,orsexualfeelingstowardotherpeopleornopeople

1

LGB+referstothosewhoidentifyaslesbian,gay,orbisexual,plusothersexualorientationsthatarenotheterosexual(includingpansexual,demisexual,etc.).

Cisgenderisanadjectivethatdescribesapersonwhosegenderidentityalignswiththesextheywereassignedatbirth.

Genderdiverseisatermusedtodescribeawiderangeofgenderidentitiesandexpressionsthatmaynotfollowthegenderbinaryframeworkordonot

conformtotraditionalnormsandstereotypes.

Gendernormsare

everywhere.Theyarein

ourenvironment.They

arearoundus.Theyareinus.Wecaneachchoosetosustainordeconstructgendernormsinour

day-to-daylife.9

—RobinLadwig,PhD,AssociateLecturer,CanberraBusinessSchool(CBS)attheUniversityofCanberra(UC),Australia

Introduction

InthenearlytwodecadessinceCoqualbegan

conductingresearchongenderinequitiesinthe

workplace,ournumerousreportshavechartedhowchallengingitisforwomentofindequalfooting.Whilesomethingshavecertainlychangedforthebetter,datainthisreporthelpsmakesenseofthepersistentpatternsofinequitythatarestillpresentallacrosstheworld.WecriticallyexplorethegenderworkplaceclimateinAustralia,Brazil,Germany,India,Japan,

SouthAfrica,theUnitedKingdom,andtheUnited

States—countriesthatshareacommonthreadof

genderinequity,butdifferintheircontextualnuances.

Wefoundimprovementsinsomeareas:womenhaveincreasedtheirpresenceintheworkforcein

manyofthecountriesinourreport,3

andinour

qualitativeinterviews,weheardfrommenwhoquestionedtheprimarybreadwinnermodel.Wealsofindthatunderstandingsofgenderare

evolvingacrossgenerations,movingbeyondthetraditionalgenderbinarytosomethingmore

inclusiveofallgenderidentities.

Buttherearealsodiscouragingsignsthatshowa

lackofprogress.Womenremainunderrepresented

inmanagementandleadership.4

Furthermore,worktowardsgenderequalityhasnotbeenequitable

evenamongwomen.Forinstance,implementationsofdiversity,equity,andinclusion(DE&I)effortsinthe

UShavebeenshowntolargelybenefitWhitewomen.5

Inthisreport,Coqualhighlightshowgenderinequityisstillembeddedwithincorporateprocesses,policies,andculturesacrosstheglobe.Wehaveidentified

threeprimarythemesacrossalleightmarkets:

(1)genderandcareeradvancement;(2)genderandthesocialenvironment;and(3)genderandcaregiving.

Wetheninviteouraudiencetoprepareforthefutureofthegenderconversationbyexploringbeyondtheoutdatednormsofthegenderbinary.Wechallengethewaysinwhichwedefineandperformmasculinityandfemininitywithintheworkplaceandhighlight

howthislimitsourabilitytocultivatetrulyequitableandinclusiveenvironments.

Finally,weconcludewithaseriesofsolutionsfor

DE&Ipractitioners.Companyleaderswilllearnhowtheycanexceedorganizationalexpectationsand

leadthewayincreatingabraver,moregender-inclu-siveworkplace.

Whilewehighlightsomekeyintersectionsineach

country,pleaserefertothefullreportfordeeper

analysesandotherintersectionsonrace,ethnicity,sexuality,andtransgenderandgenderdiverse(TGD)individuals.

Issuesofgenderidentityarebecominghuge.Inthenextfivetotenyears,

thereisgoingtobea

wavehittingthecorporateworld.Thereisgoingtobearevolution...andI

don’tthinkcorporationsareprepared.9

—NancyRothbard,DavidPottruck

ProfessorofManagementandDeputyDean,TheWhartonSchool,UniversityofPennsylvania,UnitedStates

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Coqual

Coqual

Averagepercentageofchildcareperformedinhouseholdeachweek

Averagepercentageofhouseworkperformedinhouseholdeachweek

Theyareverysatisfiedwiththeirwork-lifebalance

Havingchildrenhashelpedtheircareer

Havingchildrenhashurttheircareer

Australia

InAustralia,representationofwomeninleadership,andtheworkplacemorebroadly,continuestobe

inequitable.Inleadershiprepresentation,onestudy

findsthatonlyaboutoneinfiveCEOsarewomen.6

Womenarealsounderrepresented(38.4%)infull-

timeworkandoverrepresented(68.5%)among

part-timeemployees

7

WehighlighthowtheunequaldivisionofdomesticlaborbetweenmenandwomeninAustraliaisacontributingdriverofinequity.

Coqualresearchfindsthatwomenareperformingmorechildcareonaverage(69%)comparedtomen

(52%),aswellashousework(68%vs.55%).Thislikelyhelpsexplainwhyonly26%ofwomenwesurveyedsaytheyareverysatisfiedwiththeirwork-lifebal-

ance.Wealsofindthatoverhalfofwomen(54%)saythathavingchildrenhashurttheircareercomparedto39%ofmen,andonlyaquarter(25%)ofwomen

saythathavingchildrenhashelpedtheircareercomparedto43%ofmen.

Weattributethistowhathasbeenreferredtoasthe“motherhoodpenalty”andthe“fatherhoodbonus,”whichCoqualhasexploredinpreviousreports.

Mothers,aspresumedcaregivers,areassumedtobedistractedafterhavingchildren,whilefathers,

aspresumedbreadwinners,areperceivedasbeingmorecommitted,“ideal”workers.Thesestereotypes

haveatangibleimpact.8

Womenhavelowerearningpotentialafterhavingchildren,whilemenmay

receiv

eanincreaseinpayafterhavingchildren.9

AustralianAboriginalandTorresStraitIslander

professionalscontinuetobeaffectedbyAustralia’shistoryofcolonialism.Oursamplesizewasnot

adequatetoanalyzestatisticallysignificantdifferencesbetweenIndigenousrespondentsandprofessionalsofotherracialandethnicgroups.However,webelievethatthisspeakstoalargersystemicissueofIndigenousunderrepresentationinworkplaceenvironments

10

Professionalsreport:

26

39

52

55

69

68

WomenMen

25

43

54

39

0%10%20%30%40%50%60%70%80%90%100%

Brazil

Althoughwomenoutpacemeninsecondaryand

tertiaryeducation,theystillearnless,aresiloed

intopart-timework,andaremorelikelytodropoutoftheworkplacebeforegainingaccesstoleader-shipopportunities

11

ThegenderwagegapinBra-zil—wherewomenearnanaverageof24%lessthanmen—persistsdespitehighereducationlevels

12

Coqualdatarevealsthatmorethanoneinfour(26%)Brazilianwomensayhavingchildrenhashurttheircareer,whilenearlyhalf(48%)ofmensaythathavingchildrenhashelpedtheircareer.Wefindthatwomenreportthatthey'reperforming66%ofchildcarein

theirhouseholdsonaveragecomparedto55%formen,aswellas64%and52%ofhousework,respec-tively.

Brazilalsoleadstheworldinmurdersoftransgenderandqueerpeople

13

Themajority(70%)oftransgenderandgenderdiverseprofessionalswesampledhaveexperiencedgender-basedprejudiceatworkaswell.

Professionalsreport:

RaceisacriticalintersectiontoconsiderinBrazil.

Brazil’scensushasfiveracialcategories:Branco

(White),Pardo(BrownorMultiracial),Preto(Black),

Amarelo(YelloworofAsiandescent),andIndígena(Indigenous)

14

ScholarEdwardE.Tellesassertsthatskincolorisjustassalientinaperson’slifeasrace,stating,“[The]Braziliannotionofcolorisequivalenttoracebecauseitisassociatedwitharacialideologythatrankspersonsofdifferentcolors.”

15

Brazilhasthe

largestBlackpopulationintheAmericas,ademo-

graphicindicatorofhowthecountryremained

centraltothetransatlanticslavetradeforcenturiesuntilitwasabolishedin1888

16

Asthecountrycontinuestograpplewiththislegacy,itmustalsoconfrontthewayraceandgendercontinuetoimpactBrazilians’liveswithintheworkplace.

Throughanintersectionalanalysisofraceandgender,wefindthatPretawomenare53%morelikelyto

haveexperiencedgender-basedprejudiceatworkthanBrancawomen.

Averagepercentageofchildcareperformedinhouseholdeachweek

Averagepercentageofhouseworkperformedinhouseholdeachweek

Havingchildrenhashelpedtheircareer

Havingchildrenhashurttheircareer

Women

Men

39

26

13

48

55

52

66

64

0%10%20%30%40%50%60%70%80%90%100%

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Coqual

Coqual

WomenwithGerman

background

Womenwith non-Germanormultiplebackgrounds

Germany

Germanyiscreditedwithhavingstrongnational

policiesthathelpadvanceequityforwomen

17

In

practice,womenstillprovidemorechildcareon

averagethanmen,whichmaybelinkedtoGermanyhavingoneofthehighestgenderpaygapsinthe

EuropeanUnion,at18%

18

Inoursurveysample,womeninGermanyarelesslikelythanmentohavebeenpromotedorconsideredforpromotionattheircompanyinthelastfouryears(44%vs.57%).Otherresearchhasexploredhow

womeninGermanyarelesslikelythanmentooccupyjobsinmanagementpositions,allwhilebeingmorelikelytoworkinsectorsthatcommandlowerpay

19

Themostnotabledatapointwefoundpertaining

tocareeradvancementinGermanywasatthe

intersectionofgenderandcountryoforigin.In2019,

morethanoneinfourGermanshada“migrant

background,”meaningthey—oroneoftheirparents—werenotbornaGermancitizen.

20

Coqual’spreviousresearchhasfoundthatprofessionalswhowere

notborninGermanyfacefrequentremindersthattheyareneverfullyconsideredGerman.

21

Underlyingthesefeelingsofcareerstallarefrequentinvalidationsintheworkplace.ComparedtoGerman-born

women,womennotborninGermanyfacedismissivestereotypesfromcolleaguessignificantlymore

often,includingassumptionsthattheyareless

credentialed(35%)andmorejuniorthantheyare

(32%).Wealsofindthat56%ofnon-Germanwomenorwomenwithmultipleethnicbackgroundswere

alsosignificantlymorelikelythanGermanwomentosaytheywerepassedoverforpromotionsinfavoroflessqualifiedcolleagues.

Professionalswhohavebeenpassedoverforpromotionsforcolleagueswhowerelessqualified

19%

56%

India

India’shierarchicalstructureplacesheavyexpecta-tionsonwomentobewivesandmothers.

22

WomeninIndiahaveamongthelowestratesoflaborforceparticipationintheworld:just28%ofwomenare

employedoractivelyseekingemploymentcomparedto76%ofmen.

23

Asidefromgender,theHinducastesystemcontin-uestodictateIndiansocialstructureincountless

ways,rangingfromeducationalopportunitiesto

marriageprospectstocareerexperiences.

24

In

Coqual'ssampleoffull-time,white-collarprofessionals,Brahmins(uppercaste)areoverrepresented,

comprisingmorethanathird(34%)ofrespondentsdespiterepresentingonly4%ofIndia’stotalpopu-lation.

25

Inmanyways,formalemploymentinIndiaremainsaprivilegedspace.

Nearlyhalfoflower-castewomen(49%)inour

samplesaytheirsocialclassbackgroundoftenhasanegativeimpactontheirprofessionalexperience,

whileonly21%saythesameabouttheirgender.

Ultimately,thesesocialfactorscancontributeto

challengingretentionissuesforcompanies,asoverhalf(55%)oflower-castewomeninoursamplesaytheyhaveoftenconsideredleavingtheirjobsinthepastyear.

Ourdataalsosuggeststhatwomenoflowercastesexpendmoreenergytofitinatwork.Inworkplacespredominatelycomprisingofprofessionalsfrom

upper-castebackgrounds,lower-casteprofessionalsmayfindthatanyreferencetotheirlifeoutsideof

workholdsdetrimentalimplications.AswenotedinEquityandEthnicityatWork,DalitandAdivasipro-

fessionalsmaytryvariousstrategiestoavoidcallingattentiontotheircastebackgroundbydroppingtheirsurnames,adoptingupper-castenormsandactivi-ties,orconvertingtoBuddhism.

26

Wefindthat71%oflower-castewomenoftenchangewhattheyshareaboutfamilyatwork,and63%oftenhidetheirchild-careresponsibilitiesfromcolleagues.

Percentageof

lower-caste

womenwhosay...

Theirgenderoftennegativelyaffectstheirprofessional

experience

21%

Theirsocialclassbackgroundoftennegativelyaffectstheir

professionalexperience

49%

Theyhaveoften

consideredleavingtheir

jobsinthepastyear

Theyoftenchangewhattheyshareabouttheirfamilytofitinatwork

55%71%

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Coqual

Coqual

Women

Men

Coloured

Asian

Japan

Amidstrisingunemployment,ashrinkingeconomy,decliningbirthrates,andanagingpopulation,womenremainvastlyunderrepresentedinleadershiproles.

27

Theyfaceoneofthewidestgenderpaygapsamongadvancedeconomiesandstruggletogainequal

groundinlaborforceparticipationoverall.

28

Japan’slabormodelfollowsalifetimeemploymentsystem,whichofferslifetimejobsecurityalong

twotracksthatarelargelydeterminedaftercollege

graduation:(1)regularemployees,orseishain,

whoaretheprimarybeneficiariesofthelifetime

employmentsystemandreceivestrongerbenefitsandannualbonuses;and(2)nonregularworkers,

whoreceivelowerpay,fewerbenefits,andlessjobsecurity.

29

Despitewomen’shighrateofeducationalattainmentinJapan,theyaremuchmorelikelythan

mentobenonregularemployees.30

Oursampleshowsadramaticdrop-offofwomenfromentry-leveltoseniorpositions.Nearly

three-quartersofwomeninoursample(73%)areinentry-levelpositions,23%inmiddlemanagement,andonly4%inseniormanagementorC-Suitepo-sitions.Bycontrast,meninoursamplehavemoreequitablerepresentation,with40%inentry-level

positions,45%inmiddlemanagement,and15%inseniormanagementorC-Suitepositions.

SomeofthemostnoteworthyfindingsforJapan

relatetoeldercare.Eldercareisagrowingfocusin

Japan,wherecurrently29%ofthecountryis65orover,andby2060,seniorsarepredictedtomakeup

morethanathird(38%)ofthepopulation.31

Culturalexpectationsaroundeldercareresultinaburdenof

laborthatinevitablyfallsonwomen.32

Atpresent,wealreadyfindthatwomenagreesignificantlymorethanmenthattheireldercareresponsibilitieshavehurttheircareers(42%vs.31%),andthisdiscrepancyhasthepotentialtoworsen.

Joblevel

Entrylevel/independentcontributor

0Seniorindependentcontributor/mid-level

Seniormanagement/C-Suite

4%

management

I

73%

23%

40%

45%

15%

SouthAfrica

InSouthAfrica,wefindthatwomen’sprofessional

experiencesarenegativelyimpactedbygender

significantlymoreoftenthanmen's(23%vs.10%).Morethanaquarter(26%)ofwomeninoursamplesay

thatsomeoneoftheirgendercouldneverachieveatoppositionattheircompany.Thisisalsoreflectedbyoursample:menhaveahigherrepresentationinsenior-levelpositionsthanwomen(24%vs.17%).

RaceisacriticalfactortoconsiderwhenassessingthegenderedexperiencesofSouthAfricanprofes-sionals.ThelegacyofapartheidpersistsinSouthAfrica,revealingitselfineveryfacetofsociety.

ResearchhasshownthatWhiteprofessionalsholddisproportionateleadershiprepresentation,as

overhalf(63%)oftopmanagementpositionsare

heldbyWhiteprofessionals.33

Thisismirroredinoursample,where20%ofBlackmenand19%ofBlackwomenareinsenior-level

positionscomparedto37%ofWhitemenand21%

ofWhitewomen.Coloured*andAsianprofessionalshaverelativelylowerrepresentationoverall:24%ofColouredmen,3%ofColouredwomen,20%ofAsianmen,and14%ofAsianwomenareinsenior-levelpo-sitions.Overall,30%ofWhiteprofessionalsoccupysenior-levelrolescomparedtojust19%ofprofes-

sionalswhoarenotWhite.

*InSouthAfrica,theterm“Coloured”referstopeopleofmixed-raceancestry.RestrictionsonColouredpeoplewereabolishedwiththeendofapartheid,butthedescriptorremainscommoninsocietyand

stillremainsacensusdesignation.34

Professionalsattheseniormanagement/C-Suitelevel

30%of105totalemployees

White

19%of432totalemployees

Black

13%of56totalemployees

17%of36totalemployees

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Coqual

Coqual

UnitedKingdom

AccordingtoananalysisofOrganisationforEconomicCo-operationandDevelopment(OECD)data,increas-ingfemaleemploymentrateswouldadd£124billion

totheUK’seconomyperyear,anincentivethatmanyhopewillencouragecompaniestoincreasewomenin

leadership.35

Researchshowswomenhavelimitedaccessto

male-dominatedprofessionalnetworksandthe“old

boys’club”culture.Womenareoftenlowerinrankin

industriesmadeupofbothmenandwomen,andtheyarealsoconcentratedinindustriesthatcommandlow-

erpaythantraditionallymale-dominatedsectors.36

Accordingtooursurveydata,barelyoneinfive

women(21%)intheUKareverysatisfiedwiththeir

work-lifebalance.WealsofindthatwomenintheUK

performsignificantlymoreofthechildcareonaverage(65%)thanmendo(54%),aswellasmoreofthehouse-work(67%vs.57%,respectively).Inourdata,only19%ofwomensayhavingchildrenhashelpedtheircareer.

DuringthefocusgroupinterviewswithprofessionalsintheUK,aprominentthemeamongstwomenwashowcertainrolesandresponsibilitieswithintheworkplaceareheavilygenderedinnature,withexamplesincludingexpectationsonwhowillpourthecoffeeortea.We

emphasizehowmovingmorewomenintoleadershiproleswillrequireamoreholisticapproachtowardad-dressinginequitiesalongthecareerpipeline,includinghowworkloadexpectationsandopportunitiesdifferbygenderandreinforceexistinggendernorms.

Professionalsreport:

Averagepercentageofchildcareperformedinhouseholdeachweek

Averagepercentageofhouseworkperformedinhouseholdeachweek

Theyareverysatisfiedwiththeirwork-lifebalance

Theyhaveexperienced

gender-basedprejudiceintheworkplace

21

40

37

48

54

57

65

67

Women

Men

0%10%20%30%40%50%60%70%80%90%100%

UnitedStates

USwomenstillcarrymanyburdensatworkand

home—especiallygiventheongoinglegislativeattacksoncisgenderandtransgenderwomen,rangingfrom

reproductiverightstogender-affirmingcare.37

US

womenstillfacebarrierstocareeradvancement

aswell.AccordingtoCoqualdata,two-thirds(67%)ofmensaythattheyhavebeenpromotedorconsid-eredforpromotionattheircompanyinthelastfouryearscomparedtoonlyabouthalf(53%)ofwomen.Only38%ofwomensaytheirnetworkisverystrongcomparedtonearlyhalfofmeninoursurvey.

Wealsoexplorethecompoundingimpactofraceandgender.Inoursample,24%ofBlackwomen

and19%ofLatinawomensayraceoftennegativelyimpactstheircareer.Bycontrast,just14%ofWhitewomensaythisabouttheirrace.Furthermore,

althoughnotstatisticallysignificant,wealsofind

disparitiesinretention,where42%ofBlackwomenhaveoftenconsideredleavingtheirjobswithinthelastyearcomparedto28%ofAsianwomen,30%ofLatinawomen,and34%ofWhitewomen.

Professionalswhosay:

Theyhaveoften

consideredleavingtheirjobinthepastyear

Theirraceoften

negativelyaffectstheirprofessionalexperience

Theirgenderoften

negativelyaffectstheirprofessionalexperience

12

2

24

19

8

30

34

42

AsianwomenBlackwomenLatinawomen

Whitewomen

14

13

22

13

23

0%10%20%30%40%50%60%70%80%90%100%

Transgendervoicesaroundtheworld

toldthattheirgenderidentitymakestheircolleaguesuncomfortable,accusationsthattheirgendernon-conformityisjustaphase,colleaguesbeingoverlyavoidantorinappropriate,andbeingconstantly

misgenderedbytheircolleaguesandmanagers.

Unfortunately,manycisgenderprofessionalsdonotseemtobeawareofthesedistinctexperiences,whichhelpsexplainwhytheneedsofTGDprofessionalsareoftenoverlooked.

Achievingequityandinclusionintheworkplacere-quirestargetedattentiontowardsupportingpeopleofallmarginalizedidentitygroups,especiallytrans-genderandgenderdiverse(TGD)professionals.

InmarketswhereCoqualhadanadequatesampletoconductananalysis,weexploredtheuniqueexpe-riencesandchallengesfacedbyTGDprofessionals.Acrosstheglobe,wefindthatTGDprofessionalsex-periencefrequentmicroaggressions,includingbeing

InJapan...

“Mypartnerdidn’tgettoseeit”

Imarriedmypartner,andafterwe’dbeenmarriedanumberofyears,theyinformedmethat

theirgenderidentitywasnotappropriateforwhotheywere.Isupportedmypartnerthrough

atransitiontofemalewhileIwasemployed,whichwasdifficulttosaytheleast,because

itwasabsolutelynotsomethingIcouldbringtoworkinanyway,shape,orform.Whenmy

partnertooktheirlife,Icouldn’ttalkaboutitopenlyinmyworkenvironment.Butinthelast

fiveyears,peoplehavebecomemoreopenaboutbeingnonbinaryandtransgender,andI

loveit.Butitmakesmesadthatmypartnerdidn’tgettoseeithappening.

—Queer,nonbinaryGenXprofessionalintheUS

Professionalswhosay:

Theyhavebeenpassedoverforpromotionsforcolleagueswhowerelessqualified

Theyagreethatcolleaguesaretreatedequallyintheworkplace,regardlessofgender

17

43

14

52

CisgenderTGD

0%10%20%30%40%50%60%70%80%90%100%

Beyondthebinary:Thefutureofgenderintheglobalworkplace

Thereisaconsensusamongstexperts,scholars,practitioners,andemployeesacross

theworldthattherigidgenderbinaryisoutdated,anditsassociatednarrowviewof

InBrazil...

About1in5transgenderand

genderdiverseemployees

areoften...

•Toldtheirgendernonconformityisjustaphase

•Toldtheymakecolleaguesuncomfortablebecauseoftheirgenderidentity

•Misgendered

IntheUS...

Transgenderandgenderdiverse

professionalswhooftenexperiencethefollowingmicroaggressionsatwork:

47%54%

41%

Colleaguestellthemtheirgendernonconformityisjustaphase

Colleaguesmisgenderthem

Theyaretoldtheymakecolleagues

uncomfortablebecauseoftheirgenderidentity

identityisbeginningtofade.Inourdata,wediscoveredamajorgenerationalshiftinhowrespondentsunderstandtheirgenderidentityandexpression.Wegaveoursurvey-takerssixquestionsregardingexperiencesoftheirgenderandaskedthemtochooseapositiononaslidingscalefrom“notmasculineatall”to“extremelymasculine,”and“notfeminineatall”to“extremelyfeminine”(seethenextpage).

Wefoundagenerationaldeclineintheaveragesformen’smasculinegenderexpressionandagenerationalincreaseintheaveragesformen’sfemininegenderexpression.Wefoundthesamepatternforwomen,wherethereisagenerationaldeclineintheaveragesforwomen’sfeminineexpressionandagenerationalincreaseintheaveragesforwomen’s

masculinegenderexpression.

Putsimply:Youngerprofessionalshavelessextremeconceptionsoftheirgenderidentitycomparedtooldergenerations.Theydefinethemselvesthroughbothmasculineandfemininequalitiesandexpressitinthewaytheyfeel,dress,think,work,andshowupathome.

p/12CoqualCoqualp/13

Genderbinaryacrossmarkets

Thischartrepresentsthemean(average)scoreofgenderexpressionacrossrespondents.

Thehigherscore/deepercolorindicatesastrongersenseofmasculineorfeminineexpres-

sion.Inyoungergenerations,ourdatasuggeststhatmenreportexpressingthemselves

asmorefeminineandlessmasculinecomparedtooldergenerations,andwomenreport

expressingthemselvesasmoremasculineandlessfeminine.

(1)Notatall(5)ExtremelyFeminineMasculine*Adashindicatesfewerthan25observations

Femininegender

expression

Masculinegenderexpression

Baby

Boomers

&

SilentGen.

Gen.X

Millennials

&

Gen.Z

Baby

Boomers

&

SilentGen.

Gen.X

Millennials

&

Gen.Z

Fullsample

Women

3.9

3.8

3.8

1.7

2.3

2.5

Men

1.7

2.4

2.7

3.9

3.8

3.7

Australia

Women

--

3.9

3.7

--

2.3

2.3

Men

1.7

2.4

2.6

3.9

3.6

3.5

Brazil

Women

--

4.2

4.0

--

2.1

1.8

Men

--

1.6

2.1

--

4.4

4.0

Germany

Women

--

3.6

3.7

--

2.3

2.5

Men

2.0

2.3

2.8

3.6

3.6

3.6

India

Women

--

4.1

4.0

--

3.6

3.6

Men

--

3.7

3.2

--

4.0

3.7

Japan

Women

--

3.